One of the major concerns for employers is their associate ODs transfer or exit. All associate ODs hired seem to leave after a while for a couple of reasons. This certainly isn’t very well for the business, as the outflow of associate optometrists can cause patients to turn away too.
Every associate optometrist has reasons to leave, but this becomes a headache for owner or manager as they have to spend their time looking for the next best associate optometrist who wouldn’t resign quickly. So, why is it tricky to retain associate ODs now a days?
Let’s analyze a few reasons why associate optometrists depart.
High Volume Patients
ODs who are used to working on fewer cases with more significance may find it troublesome to adapt to a working environment where the patient inflow is too much. It’s just that every associate OD has their way of working, and sometimes it might become a bit challenging for them to look after such a high volume of patients. It might enhance their practice portfolio, but not every associate OD prioritizes that.
It really depends how an OD wants to practice some like high volume some like to take time with their patients and do more clinical work.
The workplace location plays a massive role in the departure of an associate. Nobody wants to have their work location so far from where they live. For example, an associate living in the coziest area of the Suburbs starts working at an office in the rural areas. Hiring managers may offer them an attractive package, and the associate might even take the job, but chances of them sticking around are slim. Hence, a piece of advice to the recruitment team would be to hire nearby associate.
States like New Hampshire West Virginia, Virginia, Connecticut are some of the hardest states to find ODs.
The office may have the healthiest working culture, but it may not suit every associate. The thing is, the work culture affects each employee’s productivity and motivation levels. If the culture doesn’t positively impact associate for any reason, it will undoubtedly affect the way they work. Any organization’s “culture” aspect contributes massively to their employees’ retention and departure. So, if you’re concerned about the outflow of your associates as an employer might we suggest you look into your workplace culture a bit?
Leadership matters in corporate optometry. It starts at the top and goes to the store level. There needs to be a core value to take care of ODs working in their stores.
Every medical professional, including associate dentists, have a highly exhausting work schedule. They have to check countless patients, each having a different set of issues. Their work doesn’t end there, though. They keep up with their paperwork, maintain their files, and follow up on their post-treatment care forms an associate OD’s job description.
Many ODs like to clock out and not have to worry about working nights and some weekends. Many corporate opticals have different schedules to try and accommodate ODs for a work life balance.
One of the main reasons associate leave is their desire to open up their practice. It’s a pretty reasonable dream considering the hard work to obtain a medical degree. Many associates work at different places to gather sufficient experience and capital that allows them to open their practice. Everybody wants to work for themselves and not be answerable to anyone working above them.
Corporate optometry is a great way to get started and learn. Many get comfortable and pay off loans and get practice management advice to want to start a sublease or new practice.